Annals of Occupational and Environmental Medicine

Special Article

Occupational stress(KOSS^®19): scale development and validation in the Korean context: Hansoo Song, Hyung Ryoul Kim, Inha Kim, Jin-Ha Yoon, Sang-Baek Koh, Sung-Soo Oh, Hee-Tae Kang, Da-Yee Jeung, Dae-Sung Hyun, Chunhui Suh, Sei-Jin Chang; Korean Journal of Occupational and Environmental Medicine 2025;e12. Published online May 7, 2025; DOI: https://doi.org/10.35371/aoem.2025.37.e12 [Accepted]

Abstract Abstract in Korean PDF: Background
The Korean Occupational Stress Scale (KOSS) was developed in 2004. During this time, industrial structures have evolved, and societal awareness of occupational stress has changed. This study aims to develop and validate a revised version of the Korean Occupational Stress Scale (KOSS®19), tailored for workers, reflecting these changes.
Methods
The KOSS®19 was developed based on the 26-item KOSS–short form (SF) through a review by eight experts. A survey was conducted including 359 service industry workers, comprising the KOSS®19, Burnout, and Depression scales. The KOSS®19 subscales were restructured, and their reliability and validity were evaluated.
Results
The KOSS®19 composed of eight subscales: hazardous physical environment (2 items), high job demand (3 items), insufficient job control (2 items), low social support (2 items), job insecurity (2 items), organizational injustice (4 items), lack of reward (2 items), and work-life imbalance (2 items). The reliability and validity of the KOSSR19 were found to be satisfactory.
Conclusions
The KOSS®19 is a suitable tool for assessing occupational stress, effectively replacing the original KOSS and KOSS-SF.; 직무 스트레스: 한국적 맥락에서의 척도 개발 및 타당화
목적
한국형 직무스트레스 척도(KOSS)가 2004년에 개발된 이후 산업 구조가 변화하고 직무 스트레스에 대한 사회적 인식도 달라졌다. 본 연구는 이러한 변화를 반영하여 한국형 직무스트레스 척도 개정판(KOSS®19)을 개발하고 타당성을 검증하는 것을 목적으로 한다.
방법
KOSS®19는 기존의 26문항 KOSS-SF를 기반으로 8명의 전문가 검토를 거쳐 개발되었다. 서비스업 종사자 359명을 대상으로 KOSS®19, 소진(Burnout) 척도, 우울 척도를 포함한 설문조사를 실시하였으며, KOSS®19의 요인을 재구성하고 신뢰도 및 타당도를 평가하였다.
결과
KOSS®19는 8개 요인으로 구성되었다: 위해물리환경(2문항), 높은직무요구 (3문항), 직무자율성결여(2문항), 낮은사회적지지(2문항), 직업불안정(2문항), 조직불공정(4문항), 보상부적절(2문항), 일-삶의불균형 (2문항). KOSS®19의 신뢰도 및 타당도는 만족할 만한 수준으로 확인되었다.
결론
KOSS®19는 직무 스트레스를 평가하는 데 적절한 도구로, 기존 KOSS 및 KOSS-SF를 효과적으로 대체할 수 있다.

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Special Article

Emotional labor (KELS®11): scale development and validation in the Korean context: Da-Yee Jeung, Hyung Ryoul Kim, Hansoo Song, Inah Kim, Jin-Ha Yoon, Sang-Baek Koh, Sung-Soo Oh, Hee-Tae Kang, Dae-Sung Hyun, Chunhui Suh, Sei Jin Chang; Korean Journal of Occupational and Environmental Medicine 2025;e13. Published online May 7, 2025; DOI: https://doi.org/10.35371/aoem.2025.37.e13 [Accepted]

Abstract Abstract in Korean PDF: Background
Emotional labor refers to the management of emotions and expressions to meet the emotional requirements of a job role. This study aimed to develop a revised version of the Korean Emotional Labor Scale (KELS®11), based on the first edition (KELS-24) introduced in 2014, and to provide practical applications and guidelines for its use in the Korean workplace through a validation process.
Methods
The revised version of KELS®11 was derived from the 24-item KELS, following a review process involving eight experts. To validate the scale’s reliability and validity, a self-administered survey was conducted among 359 service industry workers using KELS®11, burnout, and depression scales. KELS®11 was reclassified, and its reliability and validity were evaluated. Receiver operating characteristic curve analysis was conducted to establish sex-specific cutoff values (normal vs. high-risk groups).
Results
KELS®11 was designed to account for individual, organizational, and cultural contexts. It consists of four subscales and 11 items: “emotional regulation” (2 items), “emotional dissonance” (3 items), “organizational monitoring” (2 items), and “organizational protective system for emotional labor” (4 items). KELS®11 demonstrated good validity (content validity ratio: 0.84; item convergence/discriminant validity success rates: 100%; correlation with burnout: r = 0.185–0.436, p < 0.01; correlation with depression: r = 0.128–0.339, p < 0.05) and reliability (Cronbach’s alpha: 0.597–0.795). Additionally, sex-specific reference values were established to determine risk groups based on the intensity of emotional labor exposure.
Conclusions
KELS®11 is a validated and reliable measurement tool designed to assess the intensity and magnitude of emotional labor in the workplace. The revised tool reflects critical considerations in the development of emotional labor measurement scales.; 감정노동: 한국적 맥락에서의 척도 개발 및 유용성 평가
목적
감정노동은 직무수행과정에서 조직 및 일에 요구되는 역할을 충족하기 위해 감정과 표현을 관리하는 것을 의미한다. 본 연구는 2014년 개발된 제1판(KELS-24)을 기반으로 한국형 감정노동 측정도구 개정판 (KELS®11)을 개발하고, 유용성 평가 과정을 통해 직장에서의 활용을 위한 실무적용과 평가지침을 제공하는 데 그 목적이 있다.
방법
KELS 11의 개정판은 8명의 전문가가 참여한 검토 과정을 거쳐 24개 항목으로 구성된 KELS®24를 토대로 구축되었다. 측정도구의 신뢰성과 타당성을 검증하기 위해 KELS®11, 소진 및 우울증 척도를 사용하여 359명의 서비스 산업 종사자를 대상으로 유용성 평가를 수행하여 재 분류하였고, 그 신뢰성과 타당성을 평가하였다. ROC(Receiver Operating Characteristic) 분석을 수행하여 성별 참고치(정상 대 고위험군)를 제시하였다.
결과
KELS®11은 개인, 조직, 문화적 맥락을 고려하여 설계되었다. '감정규제'(2문항), '감정부조화'(3문항), '조직모니터링'(2문항), '감정노동보호체계'(4문항) 등 4개의 하위 척도와 11개 항목으로 구성되어 있다. KELS®11은 우수한 타당도(CVR: 0.84; 문항 수렴/판별 타당성 성공률: 100%; 소진과의 상관관계: r=0.185–0.436, p < 0.01; 우울증과의 상관관계: r=0.128–0.339, p < 0.05) 및 신뢰도(Cronbach’s α: 0.597–0.795)을 보여주었다. 또한, 감정노동 노출 강도에 따라 위험군을 결정하기 위해 성별에 따른 참고치를 제시하였다.
결론
KELS®11은 업무수행과정에서 경험하는 감정노동의 강도와 규모를 평가하기 위해 감정노동 측정척도 개발에 필수적인 중요한 고려 사항을 반영하여 개발되어진 검증되고 신뢰할 수 있는 측정도구이다.

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Special Article

Workplace Violence (KWVS®13): scale development and validation in the Korean context: Da-Yee Jeung, Hyoung Ryoul Kim, Hansoo Song, Inah Kim, Jin-Ha Yoon, Sang-Baek Koh, Sung-Soo Oh, Hee-Tae Kang, Dae-Sung Hyun, Chunhui Suh, Sei-Jin Chang; Korean Journal of Occupational and Environmental Medicine 2025;e14. Published online May 7, 2025; DOI: https://doi.org/10.35371/aoem.2025.37.e14 [Accepted]

Abstract Abstract in Korean PDF: Background
Workplace violence refers to any act or threat of physical violence, verbal abuse, harassment, intimidation, bullying, mobbing, or other aggressive and disruptive behaviors that occur at work. This study aims to develop and validate a revision of the Korean Workplace Violence Scale (KWVS®13), based on the first edition of the Korean Workplace Violence Scale (KWVS-24), and to provide practical applications and guidelines for the Korean workplace environment.
Methods
The revised KWVS®13 was developed by restructuring the 24-item KWVS through a review process involving eight experts. To validate the reliability and validity of KWVS®13, a self-administered survey comprising KWVS®13, burnout, and depression scales was conducted among 359 service industry workers. KWVS®13 was reclassified, and its reliability and validity were assessed. Receiver operating characteristic curve analysis was performed to establish sex-specific cutoff values (normal vs. risk) of the scale.
Results
KWVS®13 consists of 13 items across four subscales: “psychological and sexual violence from customers” (4 items), “psychological and sexual violence from supervisors or coworkers” (4 items), “physical assault from customers, supervisors, or coworkers” (2 items), and “organizational protective system for workplace violence” (3 items). We found that KWVS®13 shows relatively good validity (content validity ratio for content validity: 0.888; success rate of item convergent and discriminant validity: 100%, and significant correlation coefficient with burnout (r = 0.115–0.83, p < 0.05) and depression (r = 0.098–0.348, p < 0.05) with the exception of Organizational Violence Protection System for Workplace Violence) and reliability (Cronbach’s alpha: 0.827–0.860). The reference values for determining risk groups according to the intensity of exposure to workplace violence are presented separately by sex.
Conclusions
KWVS®13 is a robust and useful measurement tool to objectively and quantitatively assess the intensity and magnitude of workplace violence. It incorporates important considerations for workplace violence assessment and provides a reliable framework for evaluating workplace violence in various professional settings.; 감정노동: 한국적 맥락에서의 척도 개발 및 유용성 평가
목적
감정노동은 직무수행과정에서 조직 및 일에 요구되는 역할을 충족하기 위해 감정과 표현을 관리하는 것을 의미한다. 본 연구는 2014년 개발된 제1판(KELS-24)을 기반으로 한국형 감정노동 측정도구 개정판 (KELS®11)을 개발하고, 유용성 평가 과정을 통해 직장에서의 활용을 위한 실무적용과 평가지침을 제공하는 데 그 목적이 있다.
방법
KELS 11의 개정판은 8명의 전문가가 참여한 검토 과정을 거쳐 24개 항목으로 구성된 KELS®24를 토대로 구축되었다. 측정도구의 신뢰성과 타당성을 검증하기 위해 KELS®11, 소진 및 우울증 척도를 사용하여 359명의 서비스 산업 종사자를 대상으로 유용성 평가를 수행하여 재 분류하였고, 그 신뢰성과 타당성을 평가하였다. ROC(Receiver Operating Characteristic) 분석을 수행하여 성별 참고치(정상 대 고위험군)를 제시하였다.
결과
KELS®11은 개인, 조직, 문화적 맥락을 고려하여 설계되었다. '감정규제'(2문항), '감정부조화'(3문항), '조직모니터링'(2문항), '감정노동보호체계'(4문항) 등 4개의 하위 척도와 11개 항목으로 구성되어 있다. KELS®11은 우수한 타당도(CVR: 0.84; 문항 수렴/판별 타당성 성공률: 100%; 소진과의 상관관계: r=0.185–0.436, p < 0.01; 우울증과의 상관관계: r=0.128–0.339, p < 0.05) 및 신뢰도(Cronbach’s α: 0.597–0.795)을 보여주었다. 또한, 감정노동 노출 강도에 따라 위험군을 결정하기 위해 성별에 따른 참고치를 제시하였다.
결론
KELS®11은 업무수행과정에서 경험하는 감정노동의 강도와 규모를 평가하기 위해 감정노동 측정척도 개발에 필수적인 중요한 고려 사항을 반영하여 개발되어진 검증되고 신뢰할 수 있는 측정도구이다.

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Editorial

New versions of psychosocial stress measurement tools (KOSS®19, KELS®11, and KWVS®13): toward good work: Sei-Jin Chang; Korean Journal of Occupational and Environmental Medicine 2025;e11. Published online May 7, 2025; DOI: https://doi.org/10.35371/aoem.2025.37.e11 [Accepted]

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Original Article

Development of standard job classification codes for building a job-exposure matrix for police officers: Sangjun Choi, Ju-Hyun Park, Inah Kim, Jungwon Jang, Jeehee Min, Sang Baek Koh, Seongwon Kim, Yeji Sung, Kyoung Yoon Ko, Su Min Oh, Un-Yeol Jeon; Korean Journal of Occupational and Environmental Medicine 2025;e10. Published online April 28, 2025; DOI: https://doi.org/10.35371/aoem.2025.37.e10 [Accepted]

Abstract PDF: Background
This study aimed to develop standard job categories for constructing a job-exposure matrix (JEM) for police officers in South Korea and to evaluate their applicability.
Methods
We examined standard job codes related to police personnel management and compared them with job classifications from police publications. Using R Shiny, we developed a web-based search tool for standard codes. A pilot survey of 130 police officers assessed the codes' applicability and relevance to health-related hazardous factors.
Results
Eighty-seven standard functional codes used in the police personnel management system POOL were organized into minor categories as the basic units of standard jobs. These were grouped into 20 sub-major categories and further consolidated into 10 major categories to develop the standard job codes. The responses to the standard job codes in the pilot survey were 75% accurate compared with the final expert evaluation results and 99.2% accurate compared with the algorithm-based automatic allocation results. The results of the job-hazardous factor network analysis revealed that the most frequently reported hazardous factor was emotional labor, followed by night shifts and electromagnetic waves. Emotional labor was identified as the top hazardous factor in six out of the nine standard job categories.
Conclusions
The standard job codes developed in this study were designed in connection with the personnel management system for police officers, making them well-suited for constructing a comprehensive JEM for the entire police force.

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